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This paper seeks to assess the capabilities and maturity of supply chain planning and product quality management systems implemented by the dairy industries in three different countries: Russia, Kazakhstan, and Lithuania.

Through a systematic analysis of statistical information, the descriptors of the logistics supply chain efficiency were identified. Directions for dairy supply chain management improvement were also highlighted. The study uses secondary statistics from open sources as a basis for the comparative analysis across a range of indicators, including the Logistics Performance Index (LPI), the dairy products quantity, the production volume of milk and dairy products, and other indicators characterizing the dairy industry.

The results of this study suggest the inconsistency and narrowness of single indexes and ranking, which are traditionally used to evaluate the logistics system. LPI values confirmed that the internal efficiency of the Lithuanian logistics system exceeds similar systems in Russia and Kazakhstan.

In this paper, ways to improve supply chain management of dairy products in the context of globalization have been determined, the prerequisites for the formation of the perishable goods market according to the balance of supply and demand and the institutional mechanism of this process, which represents important information for all interested economic agents, have been analyzed.

The proposed approach points to the importance of having detailed information on the supply chain infrastructure and the need to introduce a single information space based on modern information and communication technologies.

Human resource allocation is considered a relevant problem in business process management (BPM). The successful allocation of available resources for the execution of process activities can impact on process performance, reduce costs and obtain a better productivity of the resources. In particular, process mining is an emerging discipline that allows improvement of the resource allocation based on the analysis of historical data. The purpose of this paper is to provide a broad review of primary studies published in the research area of human resource allocation in BPM and process mining.

A systematic mapping study (SMS) was conducted in order to classify the proposed approaches to allocate human resources. A total of 2,370 studies published between January 2005 and July 2016 were identified. Through a selection protocol, a group of 95 studies were selected.

Human resource allocation is an emerging research area that has been evolving over time, generating new proposals that are increasingly applied to real case studies. The majority of proposed approaches relate to the period 2011-2016. Journals and conference proceedings are the most common venues. Validation research and evaluation research are the most common research types. There are two main evaluation methods: simulation and case studies.

This study aims to provide an initial assessment of the state of the art in the research area of human resource allocation in BPM and process mining. To the best of the authors’ knowledge, this is the first research that has been conducted to date that generates a SMS in this research area.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

Employee well-being in a casino work environment is crucial for the quality of work-life and employees' performance. This study examines the dimensions of well-being at a casino in Malaysia to gain deeper insights into employee challenges and motivational factors to arrive at practical mitigation efforts.

The study adopted a qualitative approach involving 14 semi-structured interviews with casino employees in Malaysia. Interviews lasted 30 min to 2 h at a time when Covid-19 was raging in 2021. Responses were analysed via a data-driven approach and coded using NVivo software to delineate the contents into analytical categories of well-being dimensions.

The findings suggest that employees at the casino face challenges in achieving work-life balance. Employee's well-being suffers from insufficient break time, irregular working hours affecting family time, managing customer temper tantrums and lack of emotional support systems and remunerations altered by the pandemic. Women employees were particularly vulnerable.

The findings suggest a need to create better working conditions and address well-being with counselling support for stress management, a balanced approach by employers to the “customer is always right” mantra, creating promising career pathways and supervisors to have better oversight of workaholics. The research focused only on one casino and there was limited access to management departments for an organizational perspective.

This study adds to the body of knowledge on employee well-being in the context of a casino. It suggests hospitality and tourism organizations review their human resource practices that would ease the stresses at the workplace and create support systems to promote employee well-being. Crucially, in a pandemic crisis, well-being dimensions must be accommodating and integrative to employee sentiments, sensitivity and self-actualization.

This issue is a selected bibliography covering the subject of leadership.